Extract of sample"Employee relation"

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A smaller survey done in the UK found 27 per cent HR professionals following the practice and a discrepancy in the popularity of the practice between media and finance industries, and retailers and charities (Peacock 2008). No legislation restrains HRM from considering the applicants’ information displayed on their Facebook profiles in order to reach recruitment decisions.
Use of social networks for recruitment decisions poses certain issues. Firstly, there is concern over privacy of the candidates and establishment of limits on the employers’ interest in the job applicants’ private lives. Such vetting processes can be interpreted as invasion in the privacy of the job applicants (Peacock 2008) given job applicants do not scrutinize their posts and shared material on social media with an intention of having them reviewed by the prospective employers. Secondly, use of social media to reach recruitment decisions makes the employers vulnerable to the charges of discrimination (Lynas 2007) as the rejected employees might feel that they have been rejected because the employer did not approve of their race, ethnicity, religion, sexual orientation, or political views. This imparts a need for the employers to act responsibly and self-regulate in order to comply with the employment legislation.
Retrieving information from job applicants’ Facebook profiles to reach recruitment decisions has negative connotations on employer-employee relationship. Employees are often unaware that employers are checking their social networking profiles as part of the screening process. Employers do so in order to find traces or evidence for what to them is inappropriate social behavior in the job applicants’ Facebook profiles. Laws guarding people against discrimination on the basis of race, age, sex, religion, sexual orientation, and other variables commence at the recruitment stage. An
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...1. The current economic recession has been prolonged and we can see how it has distorted the trust between employees and management many companies. During recession the trust between employees and management goes down because your future path becomes blurred and one day or another you have to take the tough decision that might be firing employees. So, when there's a recession employees start doubting the management's intentions where as management starts dealing with the employees in a strict way because they know jobs aren't available in the market. One way of reconciling this trust is by using proper employee management techniques. One instrument of improving employee-management relations is by using employee empowerment method... . By...

...﻿Union Effects on EmployeeRelation in Great Britain
Right from time, being a trade unionist or a member of a trade union has been one of the most dangerous adventures in the work life of an employee. It is even becoming more dangerous today than ever before; and this is not peculiar to any particular country or industry – it is so the world over.
The actors involved in trade unions, i.e. the employer, the employee, the government, the citizens and workers’ representatives are always at loggerheads among. There has been no love lost among these actors.
One common and obvious thing whenever there is any contentious issue to iron out, it is always the unionised worker...

...Informing and Consulting Part Employees play a big part in achieving the goal of a certain business or company as they are often regarded as the heart and soul of it. They also comprise the huge number of population in a certain company. With them performing different tasks, is it necessary for them to be informed of the real scenario of the company?
Since the 6th of April 2006, employees have the right to be informed with regards to information inside the companies that they are working. This makes each and every employee aware of what is taking place in the company that they are working. This also serves as their gauge of some vital concerns within the company such as Conferences,...

...Introduction Industrial disputes are common in any nation and in any industry but public sector industrial relations can be differentiated from private sector industrial relations. The state as the employer has the power to initiate legislation and to take action that may an immediate impact on employeerelations (Corby, 2005). The state takes action based on macroeconomic factors and on grounds of public interest. However, the government is subject to constraints by the Parliament and the electorate. Hence the government has to take very cautious steps in dealing with industrial disputes. This paper discusses the employeerelations in a...

...EmployeeRelations Together, the management and the workers can only put an organization on the path of success with their knowledge, skill, hard work etc, etc. Success in the sense, they will contribute their part for optimum production, profit, etc, by forming and working as successful work teams. When one speaks or thinks about an industry or an office or an organization, the ‘mental picture’, one visualizes is of machines, smoke outlets, sirens etc, etc (in case of industries) and papers, computers, cabins etc, etc (in case of offices). But, the crucial thing that the mind ‘crops out’ is the picture of a working human. Without delving deeply into why mind always associate industry and office with...

...EmployeeRelations: Explain the employeerelations against a changing background in terms of unitary and pluralistic frames of reference. The conceptof employeerelations revolves around the work and struggle associated with maintaining the relationship between employers and employees, and suppressing the rebellious activities of any individual within the workplace, who may cause trouble for the whole organization. Now, problems regarding the poor performances or defiant attitudes are reported to the managers who have varying approached to handle the formal relationships. For this purpose, there are two major frames of...

..., working environment, and related issues. Just like grievance procedure, disciplinary action is also meant to resolve issues that are deemed to be in violation of the organisation’s code of conduct in order to improve their performance. If such issues are unresolved, they may lead to conflicts among the members of the organisation and these are counterproductive.
Therefore, the role of the disciplinary and grievances procedure is to set the benchmarks that can guide the behaviour of the members in an organisation. Hawkins (1979) posits to the effect that these procedures in an organisation are meant to influence the behaviour of management, employees and trade union representatives in a defined...

...outcomes would best suit me. Monitoring ensures that the voting and vote counting process is free and fair. This role is concerned with ensuring the election is carried out peacefully to enhance its credibility and legitimacy. I am familiar with the workings and running of Unions. With conflict resolution skills, this role would best suit me.
According to Miller, E. B., the Philosophy-laden approach to relations operates on the belief is that when the employee is treated right, then the organization experiences greater productivity and human satisfaction. The workers would as a result see no sense in joining a union (1984). The treatment of an employee justly is a prerequisite of an...

...EMPLOYEERELATION al Affiliation) Trade unions value membership as a fundamental resource for their success. This is evident from past and present events that have occurred through the implementation of certain strategies by the trade unions (Blyton & Turnbull, 2004). The trade unions have had a plan in the form of a forecast in the last 10 years concerning their position in the economy. The unions have focused on industries with a high growth rate in the economy. Through this strategy, the unions managed to attract about 10,000 new members each year. Presently, the trade unions focus on attracting the underrepresented members such young workers and private sector professionals through considering their...

...EMPLOYEERELATION AND E-PORTFOLIO By EmployeeRelation and E-portfolio Session 3: The changing context of work, employment patterns, temps, insecurity and changing work ethics- Seminar 1
After completion of section three, I realized that today’s working environment has highly changed. For instance, nowadays, in most organizations, managers cannot presume full-time work for their employees. Thus, managers should look at the different methods of employing workers that could be beneficial to the organization. Essentially, in order to thrive in a highly competitive business environment, I have learnt that all managers ought to place an emphasis on enterprise,...

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